TABLE NO: 5.

AGE OF RESPONDENTS
YEARS NO.OF RESPONDENTS PERCENTAGE (%)
20-30 25 50%
31-40 20 40%
41-50 5 10%
51-60 0 0%
TOTAL 50 100%
Source: Primary Data
CHART NO: 5.1

AGE OF RESPONDENTS
60%

50%

40%

30%

20%

10%

0%
21-30 31-40 41-50 51-60

INTERPRETATION

Category of 20-30 years, 40% of the respondents come under the age
category of 31-40 years.10% respondents come under the category of
41-50 years.0% of the respondents under the category 51-60 years.

20
TABLE NO: 5.2

GENDER OF RESPONDENTS
OPTION NO.OF RESPONDENTS PERCENTAGE (%)
MALE 30 60%
FEMALE 20 40%
TOTAL 50 100

CHART NO: 5.2

GENDER OF RESPONDENTS
70%

60%

50%

40%

30%

20%

10%

0%
MALE FEMALE

INTERPRETATION

From the above diagram we can see that 60% of the the respondents
are male and 40% of the respondents are female.

21

TABLE NO: 5.3

 YEARS OF WORKING IN LULU GOLD
YEARS NO.OF RESPONDENTS PERCENTAGE
0-3 15 30%
4-7 25 50%
8-11 9 18%
12-above 1 2%
TOTAL 50 100

CHART NO: 5.3

YEARS OF WORKING IN LULU GOLD

60%

50%

40%

30%

20%

10%

0%
0 to 3 4 to 7 8 to 11 12 - above

INTERPRETATION

From the above diagram we can see that 50% of the respondents come
under experience category of 4-7 years. 30% of the respondents come
under experience category of 0-3 years. 18% of the respondents come
under experience category of 8-11 years.
22

TABLE NO: 5.4

 WORKING ENVIRONMENT
OPTION NO.OF RESPONDENTS PERCENTAGE
High satisfied 23 46%
Satisfied 15 30%
Neutral 10 20%
Dissatisfied 2 4%
TOTAL 50 100

CHART NO: 5.4

WORKING ENVIRONMENT

50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
high satisfied satisfied neutral dissatisfied

INTERPRETATION

From the above diagram we can see that 46% of the respondents agree
the working environment in lulu gold is highly satisfactory, 30% of the
respondents agree the working environment is satisfied, 20% of the
respondents are neutral and 4% of the respondents are dissatisfied.
23
TABLE NO: 5.5

INFRASTRUCTURE FACILITY PROVIDED BY THE FIRM

OPTION NO.OF RESPONDENTS PERCENTAGE
Excellent 28 56%
Very good 12 24%
Good 10 20%
poor - -
TOTAL 50 100

CHART NO: 5.5

INFRASTRUCTURE FACILITY PROVIDED BY THE FIRM

60%

50%

40%

30%

20%

10%

0%
Excellent Very good Good poor

INTERPRETATION

From the above diagram we can see that 56% of the respondents agree
the infrastructure facility provided by the firm is excellent, 24% of the
respondents agree the infrastructure is very good, 20% of the
respondents agree the infrastructure is good.
24
TABLE NO: 5.6

STRESS FREE WORKING CONDITION

OPTION NO.OF RESPONDENTS PERCENTAGE (%)
YES 35 75
NO 20 25
TOTAL 55 100

CHART NO: 5.6

STRESS FREE WORKING CONDITION

YES
NO

INTERPRETATION

From the above diagram we can see that 75% of the respondent says
that the working condition in lulu gold is stress free.

25
TABLE NO: 5.7

WORKING HOURS ARE CONVINCED TO EMPLOYEES

OPTION NO.OF RESPONDENTS PERCENTAGE (%)
STRONGLY AGREE 2 4
AGREE 28 56
DISAGREE 12 24
STRONGLY DISAGREE 8 16
TOTAL 50 100

CHART NO: 5.7

WORKING HOURS ARE CONVINCED TO EMPLOYEES

60%

50%

40%

30%

20%

10%

0%
STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE

INTERPRETATION
From the above graph we can see that 56% of respondents agree the working
hours in lulu gold is satisfactory. 24% of respondents disagree and 16% of
respondents strongly disagree.
26
TABLE NO: 5.8

JOB SATISFACTION OF SUPERVISION

OPTION NO.OF RESPONDENTS PERCENTAGE
Highly satisfied 9 18
Satisfied 31 62
Dissatisfied 6 12
Highly Dissatisfied 4 8
TOTAL 50 100

CHART NO: 5.8

JOB SATISFACTION OF SUPERVISION

Highly satisfied
Satisfied
Dissatisfied
Highly Dissatisfied

INTERPRETATION

In the above diagram 62% of the respondents are satisfied with the
supervision at lulu gold. 18% of the respondents are highly satisfied and
12% are satisfied.
27

TABLE NO: 5.9

 DO YOU GET RECOGNITION FOR HARD WORK
OPTION NO.OF RESPONDENTS PERCENTAGE (%)
YES 35 75
NO 20 25
TOTAL 55 100

CHART NO: 5.9

DO YOU GET RECOGNITION FOR HARD WORK

Chart Title

YES
NO

INTERPRETATION

In the above figure 70% of respondents think that their work is being
recognized at lulu gold .30% of respondents says that no.

28
TABLE NO: 5.10

SATISFACTION OF INTERPERSONAL RELATIONSHIP

OPTION NO.OF RESPONDENTS PERCENTAGE
Highly satisfied 9 18
Satisfied 31 62
Dissatisfied 6 12
Highly Dissatisfied 4 8
TOTAL 50 100

CHART NO: 5.10

SATISFACTION OF INTERPERSONAL RELATIONSHIP

70%

60%

50%

40%

30%

20%

10%

0%
Highly satisfied Satisfied Dissatisfied Highly Dissatisfied

INTERPRETATION

In the above graph we can see that 62% of the respondents are
satisfied with the interpersonal relationship in lulu gold. 24% of the
respondents are highly satisfied with the interpersonal relationship.
Only 14% of respondents are dissatisfied and 4% are highly dissatisfied.
29
TABLE NO: 5.11

THERE IS PROPER GRIEVENCE AND REDRESSAL SYSTEM IN LULU GOLD

OPTION NO.OF RESPONDENTS PERCENTAGE (%)
STRONGLY AGREE 2 4
AGREE 28 56
DISAGREE 12 24
STRONGLY DISAGREE 8 16
TOTAL 50 100

CHART NO: 5.

THERE IS PROPER GRIEVENCE AND REDRESSAL SYSTEM IN LULU GOLD

STRONGLY AGREE
AGREE
DISAGREE
STRONGLY DISAGREE

INTERPRETATION

In the above diagram we can see that 56% of the respondents agree
they are provided with grievance redressal system at lulu gold. 4% of
the respondents strongly agree and 24%disagree.
30
 TABLE OF CONTENTS

CHAPTER TITLE PAGE NO

1 INTRODUCTION 1-8

2 REVIEW OF THE LITERATURE 9-14

THEORATICAL BACK GROUND 15-16

3

PROFILE OF THE STUDY 17-22

4

DATA ANALYSIS AND 20-30

5 INTERPRETATION

FINDINGS SUGGESTION AND 31-33

6 CONCLUSION

BIBLIOGRAPHY 34

APPENDIX 35-37
 LIST OF FIGURES

DESCRIPTION PAGE NO
SL.NO

1 AGE OF RESPONDENTS 20

2 GENDER OF RESPONDENTS 21

3 YEARS OF WORKING IN 22
LULU GOLD
4 WORKING ENVIRONMENT 23

5 INFRASTRUCTURE FACILITY 24
PROVIDED BY THE FIRM
6 STRESS FREE WORKING 25
CONDITION
7 WORKING HOURS ARE 26
CONVINCED TO EMPLOYEES
8 JOB SATISFACTION OF 27
SUPERVISION
9 DO YOU GET RECOGNITION 28
FOR HARD WORK
10 SATISFACTION OF 29
INTERPERSONAL
RELATIONSHIP
11 THERE IS PROPER 30
GRIEVENCE AND
REDRESSAL SYSTEM IN
LULU GOLD
 CHAPTER 1
INTRODUCTION
 INTRODUCTION

This study identifies the factors which influence job satisfaction of the
employee of the company. The strength of an organization is its people.
Proper attention need to be given to people through recognition of
their talent, development of their capabilities and effective Utilization
of their potential. This can reap rich benefits to the organization and
make them more dynamic and fast.

Job Satisfaction regards to one's feeling or state of mind regarding

nature of their work. Job can be influenced by variety of factors like
quality of one's relationship with their Supervisor, quality of physical
environment in which they work, degree of fulfilment in their work, etc.
It is an attitude which results from balancing and summation of many
specific likes and dislikes experienced in connection with the job. Their
evaluation rest largely upon one's success or failure in the achievement
of personal objective and upon perceived combination of the job and
combination towards their ends.

In the view of the industry dynamic, in the current times, there is

greater demand for knowledge workers. Often talented professional
enjoy high bargaining power due to their knowledge and skills in hand.
The attitude is different for those who are taking responsibilities at a
lesser age and experience. These factors have resulted in the clear shift
in the approach to individualized career management from
organization career commitment.
1
 There are number of challenges in the Indian industry which require
serious attention of HR manager to find the right candidates and build a
conducive work environment which will be beneficial for the employees
as well as the organization. The industry is already under stress on
account of persistent problem such as attrition, confidentially and
loyalty. Other problem are managing people, motivation adopt new
technology changes recruitment and training, performance
management development and compensation management. With
these challenges, it is timely for organization to rethink the ways they
managing their people. Managing HR is a significant challenge for HR
manager as it involves a multi task Responsibility. In the present
scenario, HR managers perform a variety if responsibilities. Now it is
more strategic as per the demands of the industry.

AS the competition is growing rapidly in the global market, a

technological edge supported by talent pool has become a crucial
factor for survival in the market. Naturally as a result every organization
gives top priority to technology advancement programs. HR manager
are now performing the role of motivator for their knowledge workers
to adopt new changes.

2
 STATEMENT OF THE PROBLEM

Job satisfaction is an important factor that enables every employee to

bring out his full potential at the work place. This study aims at
analysing to what extend the employee of the lulu gold Thalassery
enjoy job satisfaction at the work place.

SCOPE OF THE STUDY

The study is limited to employees of Lulu gold presently working at the

Thalassery Showroom. It aims at analysing the extent of job satisfaction
and various factors affecting it.

3
 OBJECTIVES OF THE STUDY

1. To analyse the factors which contribute to job satisfaction in the

company.
2. To identify the most satisfying factors of employees in the
company.
3. To know whether they face any problems with respect to
performance appraisal, training benefit, reward and opportunity.

4
 RESEARCH METHODOLOGY
Primary data:
Primary data are collected from employees of Lulu Gold using
questionnaire prepared by the schedule.
Secondary data:
Secondary data were be collected through indirect sources like,
magazines, text books related to human resource management,
periodicals and any other records or data in the company with respect
to job satisfaction.

SAMPLING DESIGN
Primary data are collected from a sample of 50 employees selected
from Lulu Gold. Simple random sampling has been followed for
selection of employees.
The sampling technique is to be used in this study which is convenient
sampling. Here, convenient sampling will be used because it involves
selection of sampling units according to the convenience of the
researcher.
 Sampling Area of my study was 28 days. Sampling unit is the
basic unit containing the elements of target population.
 The sampling unit for the study will be the employees of LULU
GOLD, THALESSERY.

5
 • Sample size will be the number of items to be selected from
the population of 350 to constitute the sample for the research.
For this research sample size will be taken as 50.
• Population in LULU GOLD is 350.

6
Tools for the data collection
The tools using for data collection includes Questionnaire, records and
Interview.
Tools for analysis
Simple percentage method:
It refers to special kind of ratio. It is used to making relationship
between two or more series of data. Percentage is used to describe
relationship.
Percentage- (No. of Respondents/Total No. of Respondents)* 100
Bar diagram and pie diagram:
Simple Bar and Pie- Diagram also can be used to analysis and interpret
the collected data.

7
 LIMITATIONS OF THE STUDY
Any sample study will have its own limitations inherently imposed by
the sample process:
 The employees were not co-operative while responding to the
Questionnaire because of the fear of being disclosed or other
reasons.
 Since the sample size is limited, the study is confined to the small
group of employees.
 The information provided by the respondents may vary and lack
accuracy.
 Restrictions were there because of busy schedule for the
employees in various departments.
Keeping all these limitations in mind, I have put all efforts to collects
and analysis the data presented the information as accurate as
possible.

8
 CHAPTER II
REVIEW OF LITERATURE
 REVIEW OF LITERATURE
This study revealed that:

1. Davis et al -1985
Occupation fulfilment dealings with a mix of positive or negative
sentiments that labourers have towards their work. In the interim,
when a specialist utilized in a business association, carries with it the
necessities, wants and encounters which determinates desires that he
has rejected. Employment fulfilment speaks to the degree to which
desires are and coordinate the genuine honours. Employment
fulfilment is firmly connected to that individual’s behaviour in the work
put.

2. Kaliski - 2007
Occupation fulfilment is a specialists feeling of accomplishment and
accomplishment at work. It is by and large seen to be specifically
connected to efficiency and also to individual prosperity. Employment
fulfilment infers doing a task one appreciates, doing it well and being
remunerated for one's work. Occupation fulfilment is the key fixing that
prompts acknowledgment, salary, advancement, and the
accomplishment of different objectives that prompt a sentiment
satisfaction.

3. George et al – 2008
Employment fulfilment is the accumulation of emotions and trusts that
individuals have about their current. Individuals' levels of degrees of
9
employment fulfilment can extend from outrageous fulfilment to
extraordinary fulfilment. Notwithstanding having states of mind about
their employments all in al1.

4. Mullins - 2005
Employment fulfilment is a perplexing and multifaceted idea which can
mean diverse things to various individuals. Employment fulfilment is
generally connected with inspiration; however the idea of this
relationship is not clear. Fulfilment is not the same as inspiration.
Occupation fulfilment is a greater amount of a demeanour, an inside
state.

5. Aziri-2008
We consider that employment fulfilment speaks to an inclination that
shows up because of the observation that the occupation empowers
the material and mental needs.

Occupation fulfilment can be incorporated as one of the fundamental

two variables with regards to proficiency and viability of business
associations. Truth is told the new administrative worldview which
demands that wants is a decent pointer for the significance of
employment fulfilment in contemporary organizations. While
investigating work fulfilment the rationale that a fulfilled representative
is a glad and an upbeat worker is getting to be noticeably fruitful
worker.

The important of job satisfaction specially emerges to surface if had in

mind the many negative consequences of job dissatisfaction such a lack
10
of loyalty, increased absenteeism, increase number of accidents etc.
Spectre (1997) lists three important features of job satisfaction, Frits;
organizations should be guided by human values. Such organizations
will be oriented towards treating workers fairly and with respect. In
such cases the evaluation of occupation fulfilment may fill in as a
decent pointer of representative viability

6. Harter et al (2002)
Harter et al. (2002) were those underlying present of agent
engagement toward those advantages of the specialty unit level what's
more used a monstrous database on join more elevated amounts from
guaranteeing Worker engagement should extended advantages of the
specialty unit comes about (Chang, 2011; brad shuck and Wollard,
2010). They portrayed engagement similarly the individuals affiliation
and satisfaction for and furthermore vitality for work" (p. 269). Luthans
Also Peterson (2002) developed Harter et al. "s (2002)demonstrate
Toward taking a gander at the affiliation the centre of manageress self-
adequacy, the perception from asserting intense administered
economy practices, and agent engagement. Results proposed A beyond
any doubt relationship the centre of Worker engagement What's more
organization workforce self-viability scores when boss appraised
Worker ampleness Also The moment that supervisees evaluated their
manager's level from asserting practicality. Luthans Furthermore
Peterson (2002) derived that "the most by far productive worth of
exertion units from guaranteeing associations require people finishing
11
what they would best, with family they like, and with a strong
sentiment mental proprietorship

Representatives would acknowledged as a paramount asset done

whatever association, Comprehensively there been an expand done
ability war What’s more Along these lines each association need to
guarantee that separated from attracting the best ability they have the
ability on hold these gifted representatives. Holding representatives on
an association is Nonetheless Additionally not sufficient Likewise
particular case might have the best ability yet the representatives might
not make enthusiasm week around their fill in.

Pandita Furthermore Bedarkar (2014) notes that a standout amongst

the toughest tests confronting CEO officers (C. E. Os), human assets
(HR) and business pioneers about some associations may be to
guarantee that The point when their workers reports on fill
inconsistently they not best do it physically Yet rationally What's more
inwardly. This implies that association must guarantee that their
workers would locked in Along these lines that they have the capacity
to help positively towards accomplishing the authoritative objectives.

Kahn (1990) who will be acknowledged as the adore for music,

something she imparts to her father for representative engagement
development characterizes it Likewise “harnessing about association
members' selves with their worth of effort roles; for engagement
individuals representative and express themselves physically,
cognitively Also inwardly Throughout part performances"(pg 694).
Toward this Kahn intimated that a representative need with make
12
available both physically and psychologically At performing
authoritative parts.

Meere (2005) portrays three levels for engagement: An) Engaged

Employees who worth of effort with enthusiasm Furthermore feel a
profound association will their association. They drive advancement
and move that association ahead. B) Not engaged-representatives who
go to What's more take an interest at work in any case are time serving
Furthermore place no passing water or vitality under their fill in and, c)
Disengaged -employees who are miserable at work and who play their
despondency at work. As stated by Meere (2005) these workers
undermine the fill in of their captivated associates each run through. It
will be consequently significant to an association with evaluate those
levels for engagement about its representatives thus that they might
take those fundamental mediation on, support spirit Furthermore
gainfulness from claiming their representatives.

A few investigations have affirmed that there will be really An

relationship between representative engagement Furthermore
association execution. For sample consider Eventually Toms perusing
Tower, Perin, USA (2003, 2007) joined those same will client Sway and
fiseal results, Harter, Schmidt What's more Hayes (2002) indicated An
connection with profit What's more profitability same time a late Kroth
Furthermore Boverie (2013) noted that locked in workers would
enthusiasm week around their fill in which effects to fervor, enthusiasm
What's more benefit.

Saks's (2006) approach for 2006, the 1st academic investigate on

13
Particularly conceptualize Furthermore test antecedents. Also
outcomes from claiming Worker engagement might have been Saks
(2006). Saks accepted representative engagement produced through a
social return model and might have been the primary with separate
particular occupation engagement Also authoritative engagement
under separate sort’s for Worker engagement. Previously, as much
conceptualization, Saks characterized those developing
multidimensional idea of representative engagement Likewise "a
dissimilar Furthermore interesting develop comprising of cognitive,
emotional, Also behavioural parts connected with distinct part
performance" (p. 602). Outcomes from Saks (2006) shown that
predecessor variables for example, steady climate, vocation
characteristics, and equitability impacted the improvement for
engagement Furthermore that Worker engagement interceded those
association between precursor Furthermore results variables. This
investigate developed Schaufeli et al. (2002) model of engagement
Toward suggesting engagement Might a chance to be encountered
inwardly What's more cognitively Furthermore showed behaviourally
(Brad Shuck, 2011). As stated by shuck (2011) Saks seen the
improvement of engagement as absorption of a person's assets under
those worth of effort they performed. This see paralleled not best
Schaufeli et al. (2002) as well as Kahn (1990) and Harter et al. (2002).

14
 CHAPTER III
THEORETICAL BACKGROUND
In today's scenario where there is no dearth of competitors in the
market, it is essential that employees work with dedication and
sincerity. How do you expect a new joined to develop a sense of loyalty
and attachment towards the organization all of a sudden? The poor
fellow does not know much about your company and it does take time
for everyone to adjust in the system. Respect towards the organization
comes with due course of time only when the employee is treated well
by his superiors.

Employee satisfaction is a state where individuals are not only happy

with their current profiles but also look forward towards a long term
association with the organization. No individual wants to quit his/her
job after every six months. But the moment monotony creeps in,
people start looking for better opportunities. Most of the times,
employees treat their jobs just as a mere source of earning their bread
and butter. They come to office not because they enjoy their work but
because they need their salaries to ensure a comfortable living.

Employees would never be satisfied with their jobs unless and until
they have something interesting and challenging to work on. "Monday
morning blues" is a common term used by professionals as an excuse
for not coming to work and feeling lazy on the first day of the week. I
personally do not agree with this. Trust me, if you really enjoy your
work, you would feel like coming to office every day. Do we ever crib
when we have a holiday or are at home? NO. Why? Just because we
feel comfortable at our home. Why do we then always complain at
work? Understand, there is a difference between your personal and
professional life. Think logically. The moment you have unrealistic
15
Expectations at workplace, problems are bound to arise and you can
never be happy and contended at workplace.

Both management and employees have an important role to play in

ensuring a positive ambience at the workplace and eventually job
satisfaction. Employees should not be created as mere robots that
simply start working just at the click of a button and neither expresses
them nor creates problems for others. Management needs to stand by
their employees and constantly mentor them. Employees are
indispensable for the organization but in no way, pride and ego should
get into their heads. Do not be under the impression that superiors
would treat you with respect even if you do not perform. Such a thing is
practically

It is crucial for the employees to be satisfied with their jobs, else

neither they would be able to deliver as per expectations nor feel
comfortable at the workplace. Believe me; satisfaction’s all in our
minds. Sometimes, we are satisfied with small things also and
sometimes we find a problem even in the best of situations. How many
jobs would you change? Believe me, there is a problem everywhere,
only the nature of problem would vary. The idea is not to run away
from problems but face them with a smile. Satisfied employees willingly
work towards the fulfilment of organization's goals and objectives,
eventually assuring profits and higher revenues. Unsatisfied employees
often badmouth their organization which has a serious impact on the
image of the particular brand. Employees who are satisfied with their
jobs stick around for a long time, benefitting the organization with their
expertise and experience.
16
 CHAPTER IV
PROFILE OF THE STUDY
INDUSTRY PROFILE
HISTORY AND EVOLUTION OF GOLD

Starting with the initially discoveries for gold On old times, it Might
make functioned need propelled experts to utilize it will make
ornaments, not simply for adornment, Anyhow as intense images for
riches and energy. Those principal immaculate gold coins were
pounded Eventually Tom's perusing lord Croesus of Lydia (present-day
Turkey)Throughout as much staff the middle of 560 Furthermore
547heAlsgoldcoinsbringbegunandJohnsonhadproceededConcerningillut
ration legitimate period are truly not quite the thing that we use today.
The soonest manifestation about gems ran across in the Indian
landmass are portrayed as ancient administration gems What's more it
incorporates earrings, beards, amulets, seals, Also significantly that's
only the tip of the iceberg.

The history of jewellery can be traced back over 300 BC and gold
jewellery was found in the tombs of Tutankhamen. Jewellery was the
part of Indian civilization for many centuries. Gold ornaments have
been discovered that date back as far as the Harappa and Mohenjo-
Daro civilization, thousands of years BC. It was around 5000 years in the
ancient past that the need for decoration of human bodies
conceptualized the art of jewellery making India. One of the first to
start jewellery making were the peoples of the Indus valley civilization.
Unlike many other cultures, Indus valley jewellery was never buried
17
with the dead. Instead, jewellery was focused down to children or
family. Jewellery was invented not only for humans but also for the
golds. For the rulers, jewels are a statement of capacity, affluence and
prestige. But for the Indian woman, jewellery was and is, even today in
my many parts considered as a security, the values of which will almost
always accentuate, never depreciate

The next records are of the ancient Assyrians who, in the year 2470 BC.,
conquered their neighbour sand carried away stolen gold. The Greek
and Roman kings also loved Gold. During the middle ages, men were so
anxious to have gold that they found a way to convert other metals to
gold. The Sumerians, Minoans, Mycenaean, purchase PDF split-Merge
WWW. To eliminated this watermark.22 Egyptians, Etruscans, and
other Mediterranean gained reputation as highly skilled artisans and
goldsmiths. It is widely agreed that the height of gold smiting in ancient
times advanced in Egypt from 1700 to 2100 BC., Crete in the 1500s BC.
And Etruria in 600BC, a kingdom of Asia minor. After a victorious
campaigning Gaul in 58 BC, Julius Caesar brought back enough gold to
give 200 coins to each of his soldiers and repay all of Rome s debts.

In 1299 A.D Marco Polo wrote of his travels to the Far East, where the
"Gold wealth was almost unlimited" During 1284 AD. Great Britain
issued its first major gold coin, the Florin, which was followed by the
noble, the angle, crown, and guinea. The royal commission composed
of Isaac Newton, john Locke, and Lord Somers, recommends a recall of
all old currency, issuance of new specie with gold/silver ratio of 16-to-l.
The gold price established in Great Britain persists for over 200 years.
From the 16 h to 18th century mines were established in Mexico, Brazil
18
and Russia, Brazil supplying over 1/3 of the world’s supply at that time.
In 1868 A.D George Harrison, while digging up stones to build a house,

Discovered gold in South Africa. In 1898 A.D. Two prospectors

discovered gold while fishing in Klondike, Alaska, spawning the last gold
rush of the century. The exploration of gold anywhere in the world has
always caused a common people to that place. Gold was discovered in
California in 1848 and the Gold rush of 49 followed. The likewise
happened when gold was discovered in Australia in 1851, in British
Columbia in 1856, at south Africa in 1886, and Alaska in 1896.

In 1913 A.D Federal Reserve Act specifies that Federal Reserve Notes be
backed40% in gold. In 1931 A.D Great Britain abandons the gold bullion
standard. In 1944 A.D.The Bretton Woods agreement, ratified by the
U.S Congress in 1945, establishes gold exchange standards and tone
winter national organizations, the International MonetaryFund (IMF)
and the World Bank. The new standard included setting standard
esteems for monetary standards regarding gold and the commitment of
part nations to change over remote authority holding of their monetary
standards into gold at these standard esteems. In1968 A.D London Gold
Market closed for two weeks after a sudden surge please purchase PDF
Split-Merge on www.verypdf.com to remove this watermark 23 in the
demand for gold. In 1980 A.D IMF sold one-third of its gold holding, 25
million troy ounces to IMF members at SDR 35lounce in proportion to
members shares of quotas on august 31, 1975,and 25 million troy
ounces at a series of public auction for the benefit of developing
member countries
19
 The process of producing gold can be divided into six main phases:
 Finding the ore body.
 Creating access to the ore body.
 Removing the ore by mining or breaking the ore body.
 Transporting the mined material from the mining face to the
plants for treatment.
 Processing & refining
 This basic process applies to both underground and surface
operations.

The jewellery manufacturing process consists of the following stages:

1. Designing
2. Model making and mould making.
3. Waxing and wax setting
4. Casting
5. Polishing
6. Filling
7. Spur Grinding
8. Metal setting
9. Radium polis.

20
COMPANY PROFILE
Lulu Gold - name that has a great deal to do with trust confidence and
bliss in out of this world, up with most unmatched and passionate
quality relations. As we keep soak profound to develop the connection
instead of requesting the statures we attached to scale. Keeping the
hopes fulfilled and with the delight of promises and a day more to
celebrate happiness. The designs reflect your dispirited with a smile
and disclose your unravel beauty. They were priced so as to never let
accommodating on dreams. And the valuable dreams pull in a lot of
preference. Above all we hold the satisfaction of embracing you being
the most stylish and 100% BIS Hallmarked jeweller. We provide the
widest range of jewellery with the elegant and devoted craftsmanship,
perceiving individuals ask in bringing back excellence of ancient history
in the adornments they utilize and to be a masterpiece. Noteworthy
and catch the intriguing consideration of the eyes around you. Current
plans to welcome the youthful era to a western side of the equator of
Indian and outside outlines. Most valuable pearls joined with decent
variety and intensity in the masterfulness both in old and present day
plans alongside a gathering that portrays the excellence as in a sonnet
of affection and subtle elements the history and culture. Or more every
one of the 100% BIS marked gem specialist.

21
 LULU GOLD THALESSERY UNIT
Lulu Gold opened at Thalassery on 02/05/2008 it was inaugurated by
HYDER ALISHIHAB THANGAL. It is located in the AVK Nair Road
Thalassery near RARAVEES Restaurant.

MANAGEMENT AND STAFF

Management is concerned with accomplishment of objectives by the
utilizing the physical and financial resources through the effort of man
power. Staffs refer to the human resource within an organization. The
Thalassery unit is led by very good team headed by Mr. ABDUL JABBAR
who is the General Manager altogether.

General Manager: ABDUL JABBAR

Sales Manager: ABOOBAKKAR SIDHEEQ
Purchase Manager: JASFIR KAREEM NA
Chief Accountant: SAJITH BALAN

22
 CHAPTER V
FINDINGS, SUGGESTION AND CONCLUSSION
 FINDINGS
1- Most of the employees are satisfied with the working hours of the
firm.

2- Majority of the employees says working conditions in Lulu Gold is

stress free.

3- Most of the employees are satisfied with the working condition of

the company.

4- Almost all of the employees are satisfied with the interpersonal

relationship at lulu gold.

5- Most of the employees say the management involves them in the

decision making process.

6- Most of the employees are satisfied with the welfare facilities

provided by the company

7- Almost all of the employees say that the company organizes

counselling programs.

8- Most of the employees get bonus from the company always.

9- Majority of employees are satisfied with the salary offered by the

company.

10- Most of the employees think their work is been recognized.

 SUGGESTION
 Some of the employees think the working condition is Stress full.
The company should try to change the working condition to
friendlier one.
 Some employees are not satisfied with the working hours. The
company should look in to it.
 Some of the employees think they are rarely getting financial
benefits from the company. The company should formulate a
proper incentive system which helps to increase the productivity
of employees.
 Few of the employees are not sure whether their job is secured or
not. The company should increase the job security.
 CONCLUSION
LULU GOLD is well established company situated in all over India and
gulf countries. Lulu gold is one of the largest dealers of gold in India.
From my study, it is found that the employees are satisfied with their
job at Lulu gold, Employees are satisfied with successfully. And the
team spirit and will power of employees and management are
important for the success of an organization.
BIBLIOGRAPHY
 Business management (R K Sharma)
 Job satisfaction Wikipedia.
 Methodology of research in social science (O R Krishna Swami and
M Rangathan) Himalaya Publishing House, Mumbai.

WEBSITES
 http://www.lulu gold.com
APPENDIX
 QUESTIONNAIRE
STUDY ON EMPLOYEE ENGAGEMENT AT LULU GOLD
THALESSERY

Sir/Madam,

As a part of my BBA, I am doing my project on the topic "Study on the

employee engagement" at Lulu Gold, Thalassery. For the successful
completion of my project, I would like to get your suggestions. I request
you to co-operative for filling the questionnaire.

GENERAL INFORMATION

Name:

Department

Designation

1. Age:

2. Gender:

a) Male

b) Female

3. No. of years you have been worked in Lulu Gold?

a) 0-3

b) 4-7

c) 8-11

d) More than 12 years

4. What is your opinion about working environment?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

5. How do you rate the infrastructure faculty provided by the firm?

b) Very good

c) Good

d) Poor

6. Is the working condition in Lulu gold stress free?

a) Yes

b) No

Give reason

7. Working hours at Lulu gold is satisfactory?

a) Strongly agree

b) Agree

c) Disagree

d) Strongly disagree

Give reason

8. Are you satisfied with super vision?

a) Highly satisfied

b) Satisfied

c) Dissatisfied

d) Strongly dissatisfied

9. Does your company recognize your work?

a) Yes

b) No

Give reason

10. How is the interpersonal relationship in Lulu gold?

a) Highly satisfied

b) Satisfied

c) Dissatisfied

d) Strongly dissatisfied

11. Does the company proper Grievance Redressal system for the
employees?

a) Strongly agree

b) Agree

c) Disagree

d) Strongly disagree
12. How often the company organizes counselling programs for the
employees regularly?

a) Weekly

b) Monthly

c) Half yearly

d) Yearly

13. Does the top management involve employees in the management

decision?

a) Every time

b) Some time

c) May be

d) Not at all

14. Does the employees in the organization have necessary authority to

perform?

a) Every time

b) Some time

c) May be

d) Not at all